Gender Equality Plan 

1. Introduction and Commitment 

REEmet is an early-stage Estonian startup developing advanced electrochemical technologies for molten salt electrolysis to produce NdPr (neodymium-praseodymium) metals. We recognize that innovation in deep-tech and chemistry benefits from diverse perspectives and inclusive teams. Although the company is currently founded and led by two male co-founders, we are committed to building a gender-balanced, inclusive, and equitable organization from the earliest stage of growth. This Gender Equality Plan (GEP) reflects our commitment to equal opportunities, nondiscrimination, and inclusive research and innovation. 

2. Scope 

This plan applies to: 

• Founders and future employees 
• Researchers, engineers, and technical staff
• Interns, students, and contractors
• All company activities, including R&D and collaborations 

3. Main Facets of the GEP 

3.1 Public Document 

This plan is published on the company website and shared with partners and stakeholders. 

3.2 Dedicated Resources 

Responsibility for implementation is assigned to one co-founder, Gary Urb (acting as Equality Lead). As the company grows, this responsibility will transition to HR or a designated officer. 

3.3 Data Collection and Monitoring 

The company will collect and review data annually, including: 

• Gender distribution across roles
• Recruitment and promotion outcomes
• Pay levels (once applicable) 

3.4 Training and Awareness 

Basic training and awareness on gender equality and unconscious bias will be introduced as hiring begins. 

4. Key Objectives 

• Build a gender-diverse team as the company scales 
• Ensure fair and transparent recruitment and compensation practices
• Promote inclusive culture in a technical and laboratory environment
• Integrate gender equality into research and innovation where relevant 

5. Areas of Action and Measures 

5.1 Work-Life Balance and Organizational Culture 

• Offer flexible working arrangements where feasible (including lab scheduling flexibility)
• Support parental leave for all genders in accordance with Estonian law
• Foster a respectful and inclusive workplace culture from the outset 

5.2 Gender Balance in Leadership and Decision-Making 

• Commit to improving gender diversity in leadership as the company grows
• Target: At least one woman in a leadership or advisory role within the next hiring phases
• Ensure inclusive decision-making processes 

5.3 Recruitment and Career Progression

• Use gender-neutral language in job advertisements
• Actively encourage applications from women in chemistry, materials science, and engineering
• Apply structured and transparent hiring criteria
• Ensure equal access to career development opportunities 

5.4 Gender Equality in Research and Innovation Content

• Consider gender dimensions where relevant (e.g., workforce implications, safety considerations, user context)
• Promote diversity in research teams and collaborations 

5.5 Measures Against Gender-Based Violence and Harassment 

• Establish a zero-tolerance policy toward harassment and discrimination
• Provide a clear, confidential mechanism for reporting concerns
• Ensure fair and timely handling of any incidents 

6. Targets (2026–2028) 

Given the early-stage nature of the company, targets are realistic and growth-oriented: 

• Achieve gender diversity in new hires (aim for at least 30–50% representation of underrepresented genders where possible)
• Ensure balanced candidate pools in recruitment processes
• Introduce at least one external advisor or collaborator of underrepresented gender
• Maintain zero incidents of unresolved harassment or discrimination 

7. Monitoring and Evaluation 

• Annual review of gender-disaggregated data
• Internal discussion of progress and challenges
• Adjustment of measures as the company scales 

A short internal report will be produced annually. 

8. Responsibilities

• Equality Lead (Gary Urb): Implementation and monitoring
• Management: Ensuring integration into company strategy
• All team members: Upholding inclusive and respectful behavior 

9. Timeline 

• 2026: Adoption of GEP, publication, initial awareness actions
• 2026–2027: Implementation during first hiring phases
• 2027–2028: Review and update based on company growth 

10. Conclusion 

As a deep-tech startup in the field of advanced electrochemical materials, REEmet recognizes that building an inclusive and diverse team is essential for long-term success and responsible innovation. This GEP is a living document and will evolve alongside the company.